Stay Interviews: A Powerful Employee Engagement and Retention Tool (MFGD77W)

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Leverage Stay Interviews to Engage, Motivate and Acknowledge Individual Employees

Many companies use exit interviews to learn the reasons for employee turnover. However, the problem is that it’s too late. The employee has already decided to leave and is more focused on the new job, not the one he/she is leaving. Therefore, you will not get honest, relevant feedback. A better approach is conducting stay interviews which give you real time information about a valued employee’s motivation and desire to stay or leave. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere. Stay interviews are preferable to employee satisfaction surveys because they provide a two-way conversation and a chance to ask questions.

The stay interview is a discussion between a manager and an employee to learn about areas of satisfaction (turn-ons) as well as dissatisfaction (turn-offs) along with the issues that might impact the employee’s motivation and engagement at present and in the future. In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It is not a performance discussion but rather a discussion geared at getting to know the employee and their goals. Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give your managers.

Join this informative session by expert speaker Marcia Zidle where she will help you understand the benefits of stay interviews. This session will provide you with a more in-depth understanding of the employee’s current motivation and offer you the opportunity to quickly reinforce the positives and deal with the employee’s concerns.  You will understand how they can help motivate and engage your employees.  When a manager takes the time to ask an employee about their job and their goals, it sends the message that the organization cares about and values the employee’s contributions. Stay interviews also focus on one single employee’s opinions, thoughts and ideas. They are different from engagement surveys which are focused on groups. Therefore, stay interviews can help you acknowledge the importance of individual employees.

Session Highlights

• Five benefits of stay interviews
• The problem with exit interviews
• Tool kit for conducting stay interviews
• Ten stay interview questions you can use and adapt
• How to deal with the five top demotivating situations
• How to build a simple, yet individualized, stay plan for each employee
• Why follow-up and accountability is important for the success of stay interviews

Session Objectives

You will learn to:

• Identify five key factors that impact an employee’s desire to stay or leave
• Recognize four possible “triggers” that cause the employee to consider leaving
• Learn how to ask probing questions and conduct effective, efficient stay interviews
• Survey a list of eight retention actions to increase employee’s loyalty and commitment
• Review a sample of stay interview questions and develop your own customized list to ask

Who Should Attend

• VPs of human resources
• Chief learning officers
• Directors
• Project managers
• Operation managers and supervisors
• Team leaders
• Human resources professionals, anyone who has talent management responsibility